Green v. New Balance Athletic Shoe, Inc.

**Green v. New Balance Athletic Shoe: Pregnancy Discrimination Case** This case involved an employee who sued New Balance Athletic Shoe after claiming the company discriminated against her because she was pregnant and failed to properly accommodate her pregnancy-related needs. She also alleged wrongful termination and raised concerns about whistleblowing. The court issued a mixed ruling in 2002. The judge allowed the woman's pregnancy discrimination claims and her Family and Medical Leave Act (FMLA) claims to move forward to trial, finding there was enough evidence for a jury to consider these issues. However, the court dismissed her whistleblower claim, determining it lacked sufficient legal merit. This decision matters for workers because it reinforces that pregnancy discrimination claims can succeed in court when there's adequate evidence. The ruling shows that employers cannot simply dismiss pregnancy-related discrimination cases without a trial if workers can demonstrate potential wrongdoing. It also highlights the importance of the FMLA in protecting workers who need time off for pregnancy and childbirth. However, the case also demonstrates that not all workplace retaliation claims will survive legal challenges - whistleblower protections require meeting specific legal standards to proceed to trial.